Senior People & Culture Advisor

Keel Infrastructure; New York (NY); Hybrid; USD 125,000 - 160,000; Full time

Benefits offered by this job

Competitive base salary

Year-end bonus

Equity opportunities

Comprehensive health benefits

Job summary

Keel Infrastructure in New York, NY seeks a Senior People & Culture Advisor to partner with growing technical teams as the company scales rapidly. You will be the HRBP to designated client groups, translating business strategy into people and org design, while leading performance, culture, and employee relations initiatives.

The role requires 5+ years in HR with 2+ years in HRBP/generalist capacity, strong data fluency, and the ability to influence at executive levels.

Qualifications

• 5+ years of progressive HR experience, including 2+ years in an HRBP or generalist role supporting technical, engineering, or development functions.
• Experience in a high-growth, fast-paced environment (startup, scale-up, or rapidly expanding business unit).
• Ability to build processes from scratch and adapt them as the organization scales.
• Business acumen: speak credibly with technical leaders about their org, not just P&C process.
• Strong employee relations judgment and experience handling sensitive matters independently.

Responsibilities

• Serve as the primary P&C Advisor to designated client groups.
• Translate business strategy and growth targets into people and org design plans.
• Coach managers on feedback, performance conversations, and team development.
• Partner with Legal on ER matters, investigations, and policy development.

Skills

HRBP experience

People leadership

Data analytics

Employee relations

Communication skills

Tools

HRIS

Job description

Keel Infrastructure isa publicly tradedenergy anddigital infrastructure companythat develops and owns data centers and power assetsacross North America.

At Keel,you'renot just joining a company,you’rehelping build the infrastructure behind the future ofcompute.

Why Keel

We'reat the intersection of energy and technology,two industries transforming in real time.

The work is complex. The pace is fast. The impact is real.

You’llbe part of a team that values:

• Ownership — we take responsibility and follow through
• Collaboration — we work across teams, functions, and borders
• Curiosity — we ask questions and keep learning
• Endurance — we build for the long term

What It Feels Like to Work Here

• Fast-moving, high-growth, and hands-on
• Smart, driven people solving real challenges together
• Work that directly supports AI and next-generation infrastructure
• Room to grow, stretch, and take on more

What We Offer

• Competitive salary, bonus and equity opportunities
• Comprehensive health and wellness benefits
• Retirement savings with company contribution
• Employee referral program

We are currently looking for a Senior People & Culture Advisorto join our team

JOB DESCRIPTION

Role Summary

Keel Infrastructure is seeking a Senior P&C Advisor to partner with our growing technical and development teams as the company scales at a rapid pace. Reporting to the Director, P&C US, this role is equal parts generalist and specialist: it covers the full breadth of People & Culture (talent strategy, employee relations, payroll and benefits, organization design, and performance) with a working understanding of the culture, pressures, and talent needs of a technical development organization.

This is a high-visibility, high-impact role for someone who wants to shape how a fast-growing company scales its people practices, not just administer them. The Senior P&C Advisor builds programs while the organization grows, turning business strategy and growth targets into practical people and org design plans.

Key Responsibilities

Day-to-Day Business Partnership

• Serve as the primary P&C Advisor to designated client groups.
• Translate business strategy and growth targets into people and org design plans.
• Sit in on meetings as a thought partner.
• Answer team questions on payroll, benefits, policies, and other P&C ownership areas.

Performance & Culture

• Drive performance management cycles, calibrations, and goal-setting processes.
• Coach managers, many of them first-time people leaders, on feedback, performance conversations, and team development.
• Champion culture and engagement initiatives that keep pace with rapid headcount growth.
• Monitor engagement data and address risk areas before they become retention problems.

Employee Relations & Compliance

• Manage employee relations issues with sound judgment, discretion, and urgency.
• Ensure compliance with employment law across jurisdictions as the company expands into new markets and regions.
• Partner with Legal on complex ER matters, investigations, and policy development.

Compensation & Total Rewards

• Partner with Total Rewards on compensation benchmarking, equity refreshes, and offer construction for competitive technical talent markets.
• Support annual comp cycles, bonus planning, and pay equity analysis.

Qualifications

Required

• 5+ years of progressive HR experience, including 2+ years in an HRBP or generalist role supporting technical, engineering, or development functions.
• Team leadership experience.
• Experience in a high-growth, fast-paced environment (startup, scale-up, or rapidly expanding business unit).
• Demonstrated ability to build processes from scratch and adapt them as the organization scales.
• Business acumen: able to speak credibly with technical leaders about their org, not just P&C process.
• Strong employee relations judgment and experience handling sensitive matters independently.
• Data fluency: pulls insights from HRIS and people analytics to tell a story and drive decisions.
• Exceptional communication skills; flexes between hands‑on tactical work and executive-level strategic conversations.

Preferred

• Experience supporting a data center, infrastructure, construction, or engineering development organization.
• Familiarity with technical career ladders and leveling frameworks.
• Experience at a company that scaled headcount significantly within 12–24 months.

You will thrive in this role if you

• Are energized by ambiguity rather than paralyzed by it.
• Default to “how do we solve this today and scale it tomorrow” over waiting for the perfect process.
• Build trust with engineers and developers who may be skeptical of P&C until you prove your value.
• Have a bias toward action and are comfortable with imperfect, iterative solutions.

Other Info

• Monday-Friday hybrid work schedule (3 days per week in person at our NYC office)
• Compensation includes base salary within the posted range, a year-end bonus target, and participation in our yearly equity grant

NYC

$125,000 - $160,000 USD

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey.Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in aconfidential file.

As set forth in Keel Infrastructure’s Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law.

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection.As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measurethe effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categoriesis as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.